Because abusing power and position to take advantage of subordinates is not consistent with the values of Fellowship, I propose establishing a process to consider revoking Fellowship for architects credibly accused of engaging in unwelcome sexual advances, behavior that creates a hostile or offensive work environment, or other illegal and unethical behaviors.

2. RE: We need a process to revoke Fellowship

I agree with your premise. It is possible to flunk out of college. However, it goes beyond just the treatment of others that should be exampled by members of the College of Fellows, we also need to consider the overall ideals the College ought to foster through its members. We need to promote service to expand opportunities as well as modeling behavior we wish to see in others.

Original Message:Sent: 03-23-2018 08:58From: Linda ReederSubject: We need a process to revoke Fellowship

Because abusing power and position to take advantage of subordinates is not consistent with the values of Fellowship, I propose establishing a process to consider revoking Fellowship for architects credibly accused of engaging in unwelcome sexual advances, behavior that creates a hostile or offensive work environment, or other illegal and unethical behaviors.

I agree with your premise. It is possible to flunk out of college. However, it goes beyond just the treatment of others that should be exampled by members of the College of Fellows, we also need to consider the overall ideals the College ought to foster through its members. We need to promote service to expand opportunities as well as modeling behavior we wish to see in others.

Original Message:Sent: 03-23-2018 08:58From: Linda ReederSubject: We need a process to revoke Fellowship

Because abusing power and position to take advantage of subordinates is not consistent with the values of Fellowship, I propose establishing a process to consider revoking Fellowship for architects credibly accused of engaging in unwelcome sexual advances, behavior that creates a hostile or offensive work environment, or other illegal and unethical behaviors.

5. RE: We need a process to revoke Fellowship

You have raised a most interesting subject that would require establishing a whole tier of new work for the organization. Would we simply act upon a complaint and judgement by another body, or establish a process of accusation, discovery, deliberation and judgement within our organization? The latter seems well beyond our capabilities.

To my knowledge we do not have a mechanism (and have never even bothered) to follow up on any legal action or disbarment taken by a State or the NCARB to one of our members for mere architectural practice, not to mention moral lapses.

Perhaps this is a new area more appropriate for the College of Fellows of the AIA, as a whole, to consider. I look forward to the opinions of others.

Because abusing power and position to take advantage of subordinates is not consistent with the values of Fellowship, I propose establishing a process to consider revoking Fellowship for architects credibly accused of engaging in unwelcome sexual advances, behavior that creates a hostile or offensive work environment, or other illegal and unethical behaviors.

Because abusing power and position to take advantage of subordinates is not consistent with the values of Fellowship, I propose establishing a process to consider revoking Fellowship for architects credibly accused of engaging in unwelcome sexual advances, behavior that creates a hostile or offensive work environment, or other illegal and unethical behaviors.

8. RE: We need a process to revoke Fellowship

As someone who has been the victim of unwelcome sexual advances and harassment I totally support Ms. Reeder's proposal to revoke Fellowship for"architects credibly accused of engaging in unwelcome sexual advances, behavior that creates a hostile or offensive work environment, or other illegal and unethical behaviors." I believe the AIA should be setting the highest standards of professional conduct and as Fellows we must be the leaders.

Because abusing power and position to take advantage of subordinates is not consistent with the values of Fellowship, I propose establishing a process to consider revoking Fellowship for architects credibly accused of engaging in unwelcome sexual advances, behavior that creates a hostile or offensive work environment, or other illegal and unethical behaviors.

Because abusing power and position to take advantage of subordinates is not consistent with the values of Fellowship, I propose establishing a process to consider revoking Fellowship for architects credibly accused of engaging in unwelcome sexual advances, behavior that creates a hostile or offensive work environment, or other illegal and unethical behaviors.

Because abusing power and position to take advantage of subordinates is not consistent with the values of Fellowship, I propose establishing a process to consider revoking Fellowship for architects credibly accused of engaging in unwelcome sexual advances, behavior that creates a hostile or offensive work environment, or other illegal and unethical behaviors.

Because abusing power and position to take advantage of subordinates is not consistent with the values of Fellowship, I propose establishing a process to consider revoking Fellowship for architects credibly accused of engaging in unwelcome sexual advances, behavior that creates a hostile or offensive work environment, or other illegal and unethical behaviors.

Because abusing power and position to take advantage of subordinates is not consistent with the values of Fellowship, I propose establishing a process to consider revoking Fellowship for architects credibly accused of engaging in unwelcome sexual advances, behavior that creates a hostile or offensive work environment, or other illegal and unethical behaviors.

Because abusing power and position to take advantage of subordinates is not consistent with the values of Fellowship, I propose establishing a process to consider revoking Fellowship for architects credibly accused of engaging in unwelcome sexual advances, behavior that creates a hostile or offensive work environment, or other illegal and unethical behaviors.

Because abusing power and position to take advantage of subordinates is not consistent with the values of Fellowship, I propose establishing a process to consider revoking Fellowship for architects credibly accused of engaging in unwelcome sexual advances, behavior that creates a hostile or offensive work environment, or other illegal and unethical behaviors.

16. RE: We need a process to revoke Fellowship

Whoa! Let's not get too far ahead of ourselves. Remember the Mardarosian situation in 1979 when the whole membership had to chip in an extra $50 each in dues the next year to pay his million dollar-plus claim for damaging his reputation when the AIA suspended his membership in an ethics case. That quagmire caused AIA to drop its ethics enforcement for 5 or so years. Needless to say, many architects in the past have shown poor judgment before and even after they received an honorary designation from the AIA. Look at Frank Lloyd Wright who received the Gold Metal in 1949 even after his many dalliances. See my blog ARCHITECTS-TALES.COM and its story about FLW's "Twenty Lost Years."

Because abusing power and position to take advantage of subordinates is not consistent with the values of Fellowship, I propose establishing a process to consider revoking Fellowship for architects credibly accused of engaging in unwelcome sexual advances, behavior that creates a hostile or offensive work environment, or other illegal and unethical behaviors.

Because abusing power and position to take advantage of subordinates is not consistent with the values of Fellowship, I propose establishing a process to consider revoking Fellowship for architects credibly accused of engaging in unwelcome sexual advances, behavior that creates a hostile or offensive work environment, or other illegal and unethical behaviors.

Original Message:Sent: 03-23-2018 08:58From: Linda ReederSubject: We need a process to revoke Fellowship

Because abusing power and position to take advantage of subordinates is not consistent with the values of Fellowship, I propose establishing a process to consider revoking Fellowship for architects credibly accused of engaging in unwelcome sexual advances, behavior that creates a hostile or offensive work environment, or other illegal and unethical behaviors.

19. RE: We need a process to revoke Fellowship

Credibly accused is an adjective that lacks a definitive definition and is subject to the scrutiny of a Court. Moreover, as commented by others, we already have such a procedure in-place. Therefore, it is my opinion that your proposal lacks credibility.

Original Message:Sent: 03-23-2018 08:58From: Linda ReederSubject: We need a process to revoke Fellowship

Because abusing power and position to take advantage of subordinates is not consistent with the values of Fellowship, I propose establishing a process to consider revoking Fellowship for architects credibly accused of engaging in unwelcome sexual advances, behavior that creates a hostile or offensive work environment, or other illegal and unethical behaviors.

20. RE: We need a process to revoke Fellowship

I totally agree that there needs to be a process to revoke Fellowship as well as Gold Medal awards when it comes to any form of proven harassments or unlawful activity within the profession.We need to uphold our high standards as fellow architects in the organization.Sent from Mail for Windows 10

Because abusing power and position to take advantage of subordinates is not consistent with the values of Fellowship, I propose establishing a process to consider revoking Fellowship for architects credibly accused of engaging in unwelcome sexual advances, behavior that creates a hostile or offensive work environment, or other illegal and unethical behaviors.

21. RE: We need a process to revoke Fellowship

I suggest this is an issue for the AIA Board to consider as part of the Ethical Standards...it is an issue that should apply to all members and should be considered in the context of the Institute's entire system of policies so that whatever action is recommended, it is thoroughly vetted and can be taken to the membership for adoption with confidence. It would also be useful to know how the other professions are are dealing with these issues. I daresay it will undoubtedly require amendments to some or our policies and procedures, Dale Ellickson's warning is prudent, but these are issues that do need to be thoroughly investigated, starting now...and please, this will take time!

Original Message:Sent: 03-28-2018 11:29From: Keat TanSubject: We need a process to revoke Fellowship

I totally agree that there needs to be a process to revoke Fellowship as well as Gold Medal awards when it comes to any form of proven harassments or unlawful activity within the profession.We need to uphold our high standards as fellow architects in the organization.Sent from Mail for Windows 10

Original Message------

Because abusing power and position to take advantage of subordinates is not consistent with the values of Fellowship, I propose establishing a process to consider revoking Fellowship for architects credibly accused of engaging in unwelcome sexual advances, behavior that creates a hostile or offensive work environment, or other illegal and unethical behaviors.

Original Message:Sent: 03-28-2018 11:55From: James ScheelerSubject: We need a process to revoke Fellowship

I suggest this is an issue for the AIA Board to consider as part of the Ethical Standards...it is an issue that should apply to all members and should be considered in the context of the Institute's entire system of policies so that whatever action is recommended, it is thoroughly vetted and can be taken to the membership for adoption with confidence. It would also be useful to know how the other professions are are dealing with these issues. I daresay it will undoubtedly require amendments to some or our policies and procedures, Dale Ellickson's warning is prudent, but these are issues that do need to be thoroughly investigated, starting now...and please, this will take time!

------------------------------James A. Scheeler, FAIAReston VA

Original Message:Sent: 03-28-2018 11:29From: Keat TanSubject: We need a process to revoke Fellowship

I totally agree that there needs to be a process to revoke Fellowship as well as Gold Medal awards when it comes to any form of proven harassments or unlawful activity within the profession.We need to uphold our high standards as fellow architects in the organization.Sent from Mail for Windows 10

Original Message------

Because abusing power and position to take advantage of subordinates is not consistent with the values of Fellowship, I propose establishing a process to consider revoking Fellowship for architects credibly accused of engaging in unwelcome sexual advances, behavior that creates a hostile or offensive work environment, or other illegal and unethical behaviors.

23. RE: We need a process to revoke Fellowship

I agree with points made by Messers Heuer, Ellickson, Hainsfurther and Scheeler. This is an issue for the AIA Board and the Ethics Committee. It is a board responsibility to uphold the existing Canon of Ethics. I believe the ethics for membership are the same as for fellowship. One cannot be a member if they do not live up to the Canons and one cannot be a Fellow without being a member or emeritus.Proceed with care.

Original Message:Sent: 03-28-2018 11:59From: James ScheelerSubject: We need a process to revoke Fellowship

An added note...there is an already established due process system supporting the AIA Ethical Standards.

------------------------------James Scheeler FAIAReston VA

Original Message:Sent: 03-28-2018 11:55From: James ScheelerSubject: We need a process to revoke Fellowship

I suggest this is an issue for the AIA Board to consider as part of the Ethical Standards...it is an issue that should apply to all members and should be considered in the context of the Institute's entire system of policies so that whatever action is recommended, it is thoroughly vetted and can be taken to the membership for adoption with confidence. It would also be useful to know how the other professions are are dealing with these issues. I daresay it will undoubtedly require amendments to some or our policies and procedures, Dale Ellickson's warning is prudent, but these are issues that do need to be thoroughly investigated, starting now...and please, this will take time!

------------------------------James A. Scheeler, FAIAReston VA

Original Message:Sent: 03-28-2018 11:29From: Keat TanSubject: We need a process to revoke Fellowship

I totally agree that there needs to be a process to revoke Fellowship as well as Gold Medal awards when it comes to any form of proven harassments or unlawful activity within the profession.We need to uphold our high standards as fellow architects in the organization.Sent from Mail for Windows 10

Original Message------

Because abusing power and position to take advantage of subordinates is not consistent with the values of Fellowship, I propose establishing a process to consider revoking Fellowship for architects credibly accused of engaging in unwelcome sexual advances, behavior that creates a hostile or offensive work environment, or other illegal and unethical behaviors.

24. RE: We need a process to revoke Fellowship

Peter Eisenman received the AIA/ACSA Topaz Award even though he had publicly bragged about using uncompensated interns in his office and even though the award required applicants to vouch that they did not engage in such behaviors. Policies don't seem to always work for the Big Boys.

Original Message:Sent: 03-28-2018 19:11From: Michael StranskySubject: We need a process to revoke Fellowship

I agree with points made by Messers Heuer, Ellickson, Hainsfurther and Scheeler. This is an issue for the AIA Board and the Ethics Committee. It is a board responsibility to uphold the existing Canon of Ethics. I believe the ethics for membership are the same as for fellowship. One cannot be a member if they do not live up to the Canons and one cannot be a Fellow without being a member or emeritus.Proceed with care.

Original Message:Sent: 03-28-2018 11:59From: James ScheelerSubject: We need a process to revoke Fellowship

An added note...there is an already established due process system supporting the AIA Ethical Standards.

------------------------------James Scheeler FAIAReston VA

Original Message:Sent: 03-28-2018 11:55From: James ScheelerSubject: We need a process to revoke Fellowship

I suggest this is an issue for the AIA Board to consider as part of the Ethical Standards...it is an issue that should apply to all members and should be considered in the context of the Institute's entire system of policies so that whatever action is recommended, it is thoroughly vetted and can be taken to the membership for adoption with confidence. It would also be useful to know how the other professions are are dealing with these issues. I daresay it will undoubtedly require amendments to some or our policies and procedures, Dale Ellickson's warning is prudent, but these are issues that do need to be thoroughly investigated, starting now...and please, this will take time!

------------------------------James A. Scheeler, FAIAReston VA

Original Message:Sent: 03-28-2018 11:29From: Keat TanSubject: We need a process to revoke Fellowship

I totally agree that there needs to be a process to revoke Fellowship as well as Gold Medal awards when it comes to any form of proven harassments or unlawful activity within the profession.We need to uphold our high standards as fellow architects in the organization.Sent from Mail for Windows 10

Original Message------

Because abusing power and position to take advantage of subordinates is not consistent with the values of Fellowship, I propose establishing a process to consider revoking Fellowship for architects credibly accused of engaging in unwelcome sexual advances, behavior that creates a hostile or offensive work environment, or other illegal and unethical behaviors.

25. RE: We need a process to revoke Fellowship

​It always seems that the most powerful and famous believe that they have more rights than others to misbehave. Our concept of having a 'star architect' in our profession reinforces this bad behavior and gives more credit to a single individual than is really due. With our profession's gravitational centers being Design. Technology and Management it makes sense to spread the fame to many individuals who have different specialties. They can ground the 'star architect' towards humility and honesty and give credit to an entire team.

Looking at publication from a famous architect of their work is a telltale of their value towards their team.

Original Message:Sent: 03-23-2018 08:58From: Linda ReederSubject: We need a process to revoke Fellowship

Because abusing power and position to take advantage of subordinates is not consistent with the values of Fellowship, I propose establishing a process to consider revoking Fellowship for architects credibly accused of engaging in unwelcome sexual advances, behavior that creates a hostile or offensive work environment, or other illegal and unethical behaviors.

26. RE: We need a process to revoke Fellowship

The architectural profession has been thrust into the national discourse on sexual misconduct in the workplace. Expressions by AIA members have been many, often impassioned.

The AIA Board has elected to add its voice by releasing a "Where We Stand" statement. By now, I hope that everyone following the College of Fellows discussion has read Where We Stand: Sexual Harassment & the Architectural Profession. (If not, it can be found at https://www.aia.org/pages/185386-where-we-stand-sexual-harassment--the-archi.) Unlike other statements which address the actions of others, the Sexual Harassment statement focuses on actions that AIA is taking and ones it is committed to.

Having conferred with the College of Fellows Executive Committee and others, as AIA President, I offer the following contribution.

There is no place in the architectural profession for sexual harassment. It is wrong. It does real harm. It victimizes people we need to sustain our profession into the future. It contradicts essential ethical and equitable workplace principles and practices.

For years, AIA has had an effective anti-harassment policy for its employees. Since 2014, AIA has conducted bias and harassment training at major national events like Grassroots. In January, the AIA Board approved the second round of component accreditation which requires all AIA components to adopt anti-harassment policies. The Board is committed to anti-harassment education for all members and training for all component employees and volunteer leaders. (Again, I ask you to refer to the Where We Stand statement.)

In the College of Fellows discussion and elsewhere, many are demanding disciplinary action, calling for immediate expulsion from AIA and the College of Fellows and for the revocation of awards and honors. These are serious matters. AIA must act according to the governing documents of the Institute and follow established procedures. As the United States Constitution provides for due process, so do AIA's Bylaws, Rules, Code of Ethics, and other duly adopted policies.

For Architect, Associate, and International Associate members, there are strict constraints on the termination of membership. Violations of the AIA Code of Ethics and Professional Conduct must be brought before the National Ethics Council for adjudication. When membership is terminated, so too is membership in the College of Fellows. There is no separate path for expulsion from the College.

Since no provisions in the Code of Ethics specifically cite sexual harassment, I have directed the National Ethics Council to determine if the Code of Ethics, as written, is sufficient to address such cases, and if not, to suggest modifications. I anticipate receiving its findings in May.

Thank you all for expressing your thoughts on this important issue. The architectural profession must respond forcefully to guarantee that our workplaces are free from sexual harassment. I hope that I have contributed some clarity about what AIA has done and is committed to doing moving forward.

Original Message:Sent: 04-23-2018 18:22From: David SwartzSubject: We need a process to revoke Fellowship

​It always seems that the most powerful and famous believe that they have more rights than others to misbehave. Our concept of having a 'star architect' in our profession reinforces this bad behavior and gives more credit to a single individual than is really due. With our profession's gravitational centers being Design. Technology and Management it makes sense to spread the fame to many individuals who have different specialties. They can ground the 'star architect' towards humility and honesty and give credit to an entire team.

Looking at publication from a famous architect of their work is a telltale of their value towards their team.

Original Message:Sent: 03-23-2018 08:58From: Linda ReederSubject: We need a process to revoke Fellowship

Because abusing power and position to take advantage of subordinates is not consistent with the values of Fellowship, I propose establishing a process to consider revoking Fellowship for architects credibly accused of engaging in unwelcome sexual advances, behavior that creates a hostile or offensive work environment, or other illegal and unethical behaviors.

27. RE: We need a process to revoke Fellowship

Carl,Thank you for your response. Even with the heightened and passionate discourse on this issue, we are still a country governed by the rule of law and need to follow it. I have read both the Code of Ethics and the Procedures for the National Ethics Board - the existing processes are in place to take action against an AIA member, regardless of status within the Institute. It simply requires that an aggrieved party formally file a complaint to start the process.I hope that we as an organization can pull together and assure all architects can be treated with dignity and respect, even with exercising the disciplinary process. Let's show the world that we can set the standard of professional conduct for others to emulate.

Original Message:Sent: 04-25-2018 16:11From: Carl ElefanteSubject: We need a process to revoke Fellowship

The architectural profession has been thrust into the national discourse on sexual misconduct in the workplace. Expressions by AIA members have been many, often impassioned.

The AIA Board has elected to add its voice by releasing a "Where We Stand" statement. By now, I hope that everyone following the College of Fellows discussion has read Where We Stand: Sexual Harassment & the Architectural Profession. (If not, it can be found at https://www.aia.org/pages/185386-where-we-stand-sexual-harassment--the-archi.) Unlike other statements which address the actions of others, the Sexual Harassment statement focuses on actions that AIA is taking and ones it is committed to.

Having conferred with the College of Fellows Executive Committee and others, as AIA President, I offer the following contribution.

There is no place in the architectural profession for sexual harassment. It is wrong. It does real harm. It victimizes people we need to sustain our profession into the future. It contradicts essential ethical and equitable workplace principles and practices.

For years, AIA has had an effective anti-harassment policy for its employees. Since 2014, AIA has conducted bias and harassment training at major national events like Grassroots. In January, the AIA Board approved the second round of component accreditation which requires all AIA components to adopt anti-harassment policies. The Board is committed to anti-harassment education for all members and training for all component employees and volunteer leaders. (Again, I ask you to refer to the Where We Stand statement.)

In the College of Fellows discussion and elsewhere, many are demanding disciplinary action, calling for immediate expulsion from AIA and the College of Fellows and for the revocation of awards and honors. These are serious matters. AIA must act according to the governing documents of the Institute and follow established procedures. As the United States Constitution provides for due process, so do AIA's Bylaws, Rules, Code of Ethics, and other duly adopted policies.

For Architect, Associate, and International Associate members, there are strict constraints on the termination of membership. Violations of the AIA Code of Ethics and Professional Conduct must be brought before the National Ethics Council for adjudication. When membership is terminated, so too is membership in the College of Fellows. There is no separate path for expulsion from the College.

Since no provisions in the Code of Ethics specifically cite sexual harassment, I have directed the National Ethics Council to determine if the Code of Ethics, as written, is sufficient to address such cases, and if not, to suggest modifications. I anticipate receiving its findings in May.

Thank you all for expressing your thoughts on this important issue. The architectural profession must respond forcefully to guarantee that our workplaces are free from sexual harassment. I hope that I have contributed some clarity about what AIA has done and is committed to doing moving forward.

Original Message:Sent: 04-23-2018 18:22From: David SwartzSubject: We need a process to revoke Fellowship

​It always seems that the most powerful and famous believe that they have more rights than others to misbehave. Our concept of having a 'star architect' in our profession reinforces this bad behavior and gives more credit to a single individual than is really due. With our profession's gravitational centers being Design. Technology and Management it makes sense to spread the fame to many individuals who have different specialties. They can ground the 'star architect' towards humility and honesty and give credit to an entire team.

Looking at publication from a famous architect of their work is a telltale of their value towards their team.

Original Message:Sent: 03-23-2018 08:58From: Linda ReederSubject: We need a process to revoke Fellowship

Because abusing power and position to take advantage of subordinates is not consistent with the values of Fellowship, I propose establishing a process to consider revoking Fellowship for architects credibly accused of engaging in unwelcome sexual advances, behavior that creates a hostile or offensive work environment, or other illegal and unethical behaviors.

28. RE: We need a process to revoke Fellowship

The architectural profession has been thrust into the national discourse on sexual misconduct in the workplace. Expressions by AIA members have been many, often impassioned.

The AIA Board has elected to add its voice by releasing a "Where We Stand" statement. By now, I hope that everyone following the College of Fellows discussion has read Where We Stand: Sexual Harassment & the Architectural Profession. (If not, it can be found at https://www.aia.org/pages/185386-where-we-stand-sexual-harassment--the-archi.) Unlike other statements which address the actions of others, the Sexual Harassment statement focuses on actions that AIA is taking and ones it is committed to.

Having conferred with the College of Fellows Executive Committee and others, as AIA President, I offer the following contribution.

There is no place in the architectural profession for sexual harassment. It is wrong. It does real harm. It victimizes people we need to sustain our profession into the future. It contradicts essential ethical and equitable workplace principles and practices.

For years, AIA has had an effective anti-harassment policy for its employees. Since 2014, AIA has conducted bias and harassment training at major national events like Grassroots. In January, the AIA Board approved the second round of component accreditation which requires all AIA components to adopt anti-harassment policies. The Board is committed to anti-harassment education for all members and training for all component employees and volunteer leaders. (Again, I ask you to refer to the Where We Stand statement.)

In the College of Fellows discussion and elsewhere, many are demanding disciplinary action, calling for immediate expulsion from AIA and the College of Fellows and for the revocation of awards and honors. These are serious matters. AIA must act according to the governing documents of the Institute and follow established procedures. As the United States Constitution provides for due process, so do AIA's Bylaws, Rules, Code of Ethics, and other duly adopted policies.

For Architect, Associate, and International Associate members, there are strict constraints on the termination of membership. Violations of the AIA Code of Ethics and Professional Conduct must be brought before the National Ethics Council for adjudication. When membership is terminated, so too is membership in the College of Fellows. There is no separate path for expulsion from the College.

Since no provisions in the Code of Ethics specifically cite sexual harassment, I have directed the National Ethics Council to determine if the Code of Ethics, as written, is sufficient to address such cases, and if not, to suggest modifications. I anticipate receiving its findings in May.

Thank you all for expressing your thoughts on this important issue. The architectural profession must respond forcefully to guarantee that our workplaces are free from sexual harassment. I hope that I have contributed some clarity about what AIA has done and is committed to doing moving forward.

29. RE: We need a process to revoke Fellowship

AIA President Carl Elefante has provided his usual clear thinking and guidance on this serious matter. Those with specific information on cases of harassment should now come together to present a case for consideration by the Ethics Committee.

The architectural profession has been thrust into the national discourse on sexual misconduct in the workplace. Expressions by AIA members have been many, often impassioned.

The AIA Board has elected to add its voice by releasing a "Where We Stand" statement. By now, I hope that everyone following the College of Fellows discussion has read Where We Stand: Sexual Harassment & the Architectural Profession. (If not, it can be found at https://www.aia.org/pages/185386-where-we-stand-sexual-harassment--the-archi.) Unlike other statements which address the actions of others, the Sexual Harassment statement focuses on actions that AIA is taking and ones it is committed to.

Having conferred with the College of Fellows Executive Committee and others, as AIA President, I offer the following contribution.

There is no place in the architectural profession for sexual harassment. It is wrong. It does real harm. It victimizes people we need to sustain our profession into the future. It contradicts essential ethical and equitable workplace principles and practices.

For years, AIA has had an effective anti-harassment policy for its employees. Since 2014, AIA has conducted bias and harassment training at major national events like Grassroots. In January, the AIA Board approved the second round of component accreditation which requires all AIA components to adopt anti-harassment policies. The Board is committed to anti-harassment education for all members and training for all component employees and volunteer leaders. (Again, I ask you to refer to the Where We Stand statement.)

In the College of Fellows discussion and elsewhere, many are demanding disciplinary action, calling for immediate expulsion from AIA and the College of Fellows and for the revocation of awards and honors. These are serious matters. AIA must act according to the governing documents of the Institute and follow established procedures. As the United States Constitution provides for due process, so do AIA's Bylaws, Rules, Code of Ethics, and other duly adopted policies.

For Architect, Associate, and International Associate members, there are strict constraints on the termination of membership. Violations of the AIA Code of Ethics and Professional Conduct must be brought before the National Ethics Council for adjudication. When membership is terminated, so too is membership in the College of Fellows. There is no separate path for expulsion from the College.

Since no provisions in the Code of Ethics specifically cite sexual harassment, I have directed the National Ethics Council to determine if the Code of Ethics, as written, is sufficient to address such cases, and if not, to suggest modifications. I anticipate receiving its findings in May.

Thank you all for expressing your thoughts on this important issue. The architectural profession must respond forcefully to guarantee that our workplaces are free from sexual harassment. I hope that I have contributed some clarity about what AIA has done and is committed to doing moving forward.

30. RE: We need a process to revoke Fellowship

Thanks Carl for your clarification of the Institute's response to the question of disciplinary action stemming from sexual harassment accusations within the profession. The Ethics Council has a history of thoughtful, due process investigating claims of improper actions by AIA members and determining appropriate disciplinary actions. Engaging the Ethics Council to assess where our rules stand and recommend further steps to reinforce our values is a wise first step by the Board and the College of Fellows leadership. I look forward to their report in the near future.

The architectural profession has been thrust into the national discourse on sexual misconduct in the workplace. Expressions by AIA members have been many, often impassioned.

The AIA Board has elected to add its voice by releasing a "Where We Stand" statement. By now, I hope that everyone following the College of Fellows discussion has read Where We Stand: Sexual Harassment & the Architectural Profession. (If not, it can be found at https://www.aia.org/pages/185386-where-we-stand-sexual-harassment--the-archi.) Unlike other statements which address the actions of others, the Sexual Harassment statement focuses on actions that AIA is taking and ones it is committed to.

Having conferred with the College of Fellows Executive Committee and others, as AIA President, I offer the following contribution.

There is no place in the architectural profession for sexual harassment. It is wrong. It does real harm. It victimizes people we need to sustain our profession into the future. It contradicts essential ethical and equitable workplace principles and practices.

For years, AIA has had an effective anti-harassment policy for its employees. Since 2014, AIA has conducted bias and harassment training at major national events like Grassroots. In January, the AIA Board approved the second round of component accreditation which requires all AIA components to adopt anti-harassment policies. The Board is committed to anti-harassment education for all members and training for all component employees and volunteer leaders. (Again, I ask you to refer to the Where We Stand statement.)

In the College of Fellows discussion and elsewhere, many are demanding disciplinary action, calling for immediate expulsion from AIA and the College of Fellows and for the revocation of awards and honors. These are serious matters. AIA must act according to the governing documents of the Institute and follow established procedures. As the United States Constitution provides for due process, so do AIA's Bylaws, Rules, Code of Ethics, and other duly adopted policies.

For Architect, Associate, and International Associate members, there are strict constraints on the termination of membership. Violations of the AIA Code of Ethics and Professional Conduct must be brought before the National Ethics Council for adjudication. When membership is terminated, so too is membership in the College of Fellows. There is no separate path for expulsion from the College.

Since no provisions in the Code of Ethics specifically cite sexual harassment, I have directed the National Ethics Council to determine if the Code of Ethics, as written, is sufficient to address such cases, and if not, to suggest modifications. I anticipate receiving its findings in May.

Thank you all for expressing your thoughts on this important issue. The architectural profession must respond forcefully to guarantee that our workplaces are free from sexual harassment. I hope that I have contributed some clarity about what AIA has done and is committed to doing moving forward.

31. RE: We need a process to revoke Fellowship

I totally agree that it is time to review the AIA ethics to better reflect the performanance of an architect both professionally and personally. Fellowship is a highly aspired to achievement and there is no room for convicted sexual predators, or for abuse of anybody of any gender, color, race, religion and sexual orientation. However while totally agreeing with the importance of accountability, I think that we need to recognize that we are in totally different times today from where the profession came from when I was just starting out. 50 years ago as an intern I was subjected to "degrading verbal harassment" which at the time was "accepted" as a part of our maturation as an intern. Large and small firms alike created an atmosphere of the "master" and his minions, which was fostered and reinforced by our universities and the AIA. It is no wonder that there was a culture of superiority, when the "master", many of whom were Fellows, were set on a pedestal where they could do no wrong, and where their actions were rationalized by their achievements and stature. From, historic hero's to Today's big names, we have created the culture that fosters ego and power, for those few "star architects" who live bigger than life, and whose predominant way of acting was, and still is filled with condescension and mistreatment of their staffs, and underpayment for the right to work for them.

Don't get me wrong, I am not suggesting that we should not recognize greatness. But when we do, we have to be sure that the power does not corrupt the integrity and moral fiber of the individual, and that they be held accountable for harassment at any level. Whether it be sports, Hollywood, or politics, we have seen way to many instances where power corrupted, and in the past our society accepted it as a way of life, Fortunately, we are entering a time where these things are no longer acceptable, where everyone deserves to be treated with respect and honor. but at the same time, I don't think we should punish for things done in the past where such actions were so much a part of the culture of our society in those times. We are seeing too many good people being judged without due process, for actions done years ago. Change, we must. It is the right thing to do, but let's not become a lynch mob that translates any past action as ground for dismissal without the proper due process and the right to be heard. And let's not judge another without fact for actions that in many ways we as a profession condoned and accepted as " the way it would be". The past speaks loudly about a time that was a fact. We cannot condone it as the way of the future, and we should learn from it and change. But at the same time, we cannot be hypocritical, and ignore the world that in many ways our generation created. I can only hope that the young professional coming up today get it right this time.

Original Message:Sent: 04-27-2018 12:44From: RK StewartSubject: We need a process to revoke Fellowship

Thanks Carl for your clarification of the Institute's response to the question of disciplinary action stemming from sexual harassment accusations within the profession. The Ethics Council has a history of thoughtful, due process investigating claims of improper actions by AIA members and determining appropriate disciplinary actions. Engaging the Ethics Council to assess where our rules stand and recommend further steps to reinforce our values is a wise first step by the Board and the College of Fellows leadership. I look forward to their report in the near future.

The architectural profession has been thrust into the national discourse on sexual misconduct in the workplace. Expressions by AIA members have been many, often impassioned.

The AIA Board has elected to add its voice by releasing a "Where We Stand" statement. By now, I hope that everyone following the College of Fellows discussion has read Where We Stand: Sexual Harassment & the Architectural Profession. (If not, it can be found at https://www.aia.org/pages/185386-where-we-stand-sexual-harassment--the-archi.) Unlike other statements which address the actions of others, the Sexual Harassment statement focuses on actions that AIA is taking and ones it is committed to.

Having conferred with the College of Fellows Executive Committee and others, as AIA President, I offer the following contribution.

There is no place in the architectural profession for sexual harassment. It is wrong. It does real harm. It victimizes people we need to sustain our profession into the future. It contradicts essential ethical and equitable workplace principles and practices.

For years, AIA has had an effective anti-harassment policy for its employees. Since 2014, AIA has conducted bias and harassment training at major national events like Grassroots. In January, the AIA Board approved the second round of component accreditation which requires all AIA components to adopt anti-harassment policies. The Board is committed to anti-harassment education for all members and training for all component employees and volunteer leaders. (Again, I ask you to refer to the Where We Stand statement.)

In the College of Fellows discussion and elsewhere, many are demanding disciplinary action, calling for immediate expulsion from AIA and the College of Fellows and for the revocation of awards and honors. These are serious matters. AIA must act according to the governing documents of the Institute and follow established procedures. As the United States Constitution provides for due process, so do AIA's Bylaws, Rules, Code of Ethics, and other duly adopted policies.

For Architect, Associate, and International Associate members, there are strict constraints on the termination of membership. Violations of the AIA Code of Ethics and Professional Conduct must be brought before the National Ethics Council for adjudication. When membership is terminated, so too is membership in the College of Fellows. There is no separate path for expulsion from the College.

Since no provisions in the Code of Ethics specifically cite sexual harassment, I have directed the National Ethics Council to determine if the Code of Ethics, as written, is sufficient to address such cases, and if not, to suggest modifications. I anticipate receiving its findings in May.

Thank you all for expressing your thoughts on this important issue. The architectural profession must respond forcefully to guarantee that our workplaces are free from sexual harassment. I hope that I have contributed some clarity about what AIA has done and is committed to doing moving forward.

32. RE: We need a process to revoke Fellowship

I agree with many of the concerns that have been expressed but Richard von Luhrte summarized the issues most clearly. Let's find a way to act but with compassion. As Rich said, fortunately times are changing. We all need to change with them without being overly judgmental of different circumstances in the past.

I totally agree that it is time to review the AIA ethics to better reflect the performanance of an architect both professionally and personally. Fellowship is a highly aspired to achievement and there is no room for convicted sexual predators, or for abuse of anybody of any gender, color, race, religion and sexual orientation. However while totally agreeing with the importance of accountability, I think that we need to recognize that we are in totally different times today from where the profession came from when I was just starting out. 50 years ago as an intern I was subjected to "degrading verbal harassment" which at the time was "accepted" as a part of our maturation as an intern. Large and small firms alike created an atmosphere of the "master" and his minions, which was fostered and reinforced by our universities and the AIA. It is no wonder that there was a culture of superiority, when the "master", many of whom were Fellows, were set on a pedestal where they could do no wrong, and where their actions were rationalized by their achievements and stature. From, historic hero's to Today's big names, we have created the culture that fosters ego and power, for those few "star architects" who live bigger than life, and whose predominant way of acting was, and still is filled with condescension and mistreatment of their staffs, and underpayment for the right to work for them.

Don't get me wrong, I am not suggesting that we should not recognize greatness. But when we do, we have to be sure that the power does not corrupt the integrity and moral fiber of the individual, and that they be held accountable for harassment at any level. Whether it be sports, Hollywood, or politics, we have seen way to many instances where power corrupted, and in the past our society accepted it as a way of life, Fortunately, we are entering a time where these things are no longer acceptable, where everyone deserves to be treated with respect and honor. but at the same time, I don't think we should punish for things done in the past where such actions were so much a part of the culture of our society in those times. We are seeing too many good people being judged without due process, for actions done years ago. Change, we must. It is the right thing to do, but let's not become a lynch mob that translates any past action as ground for dismissal without the proper due process and the right to be heard. And let's not judge another without fact for actions that in many ways we as a profession condoned and accepted as " the way it would be". The past speaks loudly about a time that was a fact. We cannot condone it as the way of the future, and we should learn from it and change. But at the same time, we cannot be hypocritical, and ignore the world that in many ways our generation created. I can only hope that the young professional coming up today get it right this time.

------------------------------Richard von Luhrte FAIADenver CO

Original Message:Sent: 04-27-2018 12:44From: RK StewartSubject: We need a process to revoke Fellowship

Thanks Carl for your clarification of the Institute's response to the question of disciplinary action stemming from sexual harassment accusations within the profession. The Ethics Council has a history of thoughtful, due process investigating claims of improper actions by AIA members and determining appropriate disciplinary actions. Engaging the Ethics Council to assess where our rules stand and recommend further steps to reinforce our values is a wise first step by the Board and the College of Fellows leadership. I look forward to their report in the near future.

The architectural profession has been thrust into the national discourse on sexual misconduct in the workplace. Expressions by AIA members have been many, often impassioned.

The AIA Board has elected to add its voice by releasing a "Where We Stand" statement. By now, I hope that everyone following the College of Fellows discussion has read Where We Stand: Sexual Harassment & the Architectural Profession. (If not, it can be found at https://www.aia.org/pages/185386-where-we-stand-sexual-harassment--the-archi.) Unlike other statements which address the actions of others, the Sexual Harassment statement focuses on actions that AIA is taking and ones it is committed to.

Having conferred with the College of Fellows Executive Committee and others, as AIA President, I offer the following contribution.

There is no place in the architectural profession for sexual harassment. It is wrong. It does real harm. It victimizes people we need to sustain our profession into the future. It contradicts essential ethical and equitable workplace principles and practices.

For years, AIA has had an effective anti-harassment policy for its employees. Since 2014, AIA has conducted bias and harassment training at major national events like Grassroots. In January, the AIA Board approved the second round of component accreditation which requires all AIA components to adopt anti-harassment policies. The Board is committed to anti-harassment education for all members and training for all component employees and volunteer leaders. (Again, I ask you to refer to the Where We Stand statement.)

In the College of Fellows discussion and elsewhere, many are demanding disciplinary action, calling for immediate expulsion from AIA and the College of Fellows and for the revocation of awards and honors. These are serious matters. AIA must act according to the governing documents of the Institute and follow established procedures. As the United States Constitution provides for due process, so do AIA's Bylaws, Rules, Code of Ethics, and other duly adopted policies.

For Architect, Associate, and International Associate members, there are strict constraints on the termination of membership. Violations of the AIA Code of Ethics and Professional Conduct must be brought before the National Ethics Council for adjudication. When membership is terminated, so too is membership in the College of Fellows. There is no separate path for expulsion from the College.

Since no provisions in the Code of Ethics specifically cite sexual harassment, I have directed the National Ethics Council to determine if the Code of Ethics, as written, is sufficient to address such cases, and if not, to suggest modifications. I anticipate receiving its findings in May.

Thank you all for expressing your thoughts on this important issue. The architectural profession must respond forcefully to guarantee that our workplaces are free from sexual harassment. I hope that I have contributed some clarity about what AIA has done and is committed to doing moving forward.

33. RE: We need a process to revoke Fellowship

All,Per my suggestion in the other relevant discussion, those of us who will be in NYC for A'18 could meet to discuss means and way ahead. If I suggest a Tuesday evening gathering, would that be a starting point?

Original Message:Sent: 04-30-2018 21:46From: Robert GouldSubject: We need a process to revoke Fellowship

I agree with many of the concerns that have been expressed but Richard von Luhrte summarized the issues most clearly. Let's find a way to act but with compassion. As Rich said, fortunately times are changing. We all need to change with them without being overly judgmental of different circumstances in the past.

I totally agree that it is time to review the AIA ethics to better reflect the performanance of an architect both professionally and personally. Fellowship is a highly aspired to achievement and there is no room for convicted sexual predators, or for abuse of anybody of any gender, color, race, religion and sexual orientation. However while totally agreeing with the importance of accountability, I think that we need to recognize that we are in totally different times today from where the profession came from when I was just starting out. 50 years ago as an intern I was subjected to "degrading verbal harassment" which at the time was "accepted" as a part of our maturation as an intern. Large and small firms alike created an atmosphere of the "master" and his minions, which was fostered and reinforced by our universities and the AIA. It is no wonder that there was a culture of superiority, when the "master", many of whom were Fellows, were set on a pedestal where they could do no wrong, and where their actions were rationalized by their achievements and stature. From, historic hero's to Today's big names, we have created the culture that fosters ego and power, for those few "star architects" who live bigger than life, and whose predominant way of acting was, and still is filled with condescension and mistreatment of their staffs, and underpayment for the right to work for them.

Don't get me wrong, I am not suggesting that we should not recognize greatness. But when we do, we have to be sure that the power does not corrupt the integrity and moral fiber of the individual, and that they be held accountable for harassment at any level. Whether it be sports, Hollywood, or politics, we have seen way to many instances where power corrupted, and in the past our society accepted it as a way of life, Fortunately, we are entering a time where these things are no longer acceptable, where everyone deserves to be treated with respect and honor. but at the same time, I don't think we should punish for things done in the past where such actions were so much a part of the culture of our society in those times. We are seeing too many good people being judged without due process, for actions done years ago. Change, we must. It is the right thing to do, but let's not become a lynch mob that translates any past action as ground for dismissal without the proper due process and the right to be heard. And let's not judge another without fact for actions that in many ways we as a profession condoned and accepted as " the way it would be". The past speaks loudly about a time that was a fact. We cannot condone it as the way of the future, and we should learn from it and change. But at the same time, we cannot be hypocritical, and ignore the world that in many ways our generation created. I can only hope that the young professional coming up today get it right this time.

------------------------------Richard von Luhrte FAIADenver CO

Original Message:Sent: 04-27-2018 12:44From: RK StewartSubject: We need a process to revoke Fellowship

Thanks Carl for your clarification of the Institute's response to the question of disciplinary action stemming from sexual harassment accusations within the profession. The Ethics Council has a history of thoughtful, due process investigating claims of improper actions by AIA members and determining appropriate disciplinary actions. Engaging the Ethics Council to assess where our rules stand and recommend further steps to reinforce our values is a wise first step by the Board and the College of Fellows leadership. I look forward to their report in the near future.

The architectural profession has been thrust into the national discourse on sexual misconduct in the workplace. Expressions by AIA members have been many, often impassioned.

The AIA Board has elected to add its voice by releasing a "Where We Stand" statement. By now, I hope that everyone following the College of Fellows discussion has read Where We Stand: Sexual Harassment & the Architectural Profession. (If not, it can be found at https://www.aia.org/pages/185386-where-we-stand-sexual-harassment--the-archi.) Unlike other statements which address the actions of others, the Sexual Harassment statement focuses on actions that AIA is taking and ones it is committed to.

Having conferred with the College of Fellows Executive Committee and others, as AIA President, I offer the following contribution.

There is no place in the architectural profession for sexual harassment. It is wrong. It does real harm. It victimizes people we need to sustain our profession into the future. It contradicts essential ethical and equitable workplace principles and practices.

For years, AIA has had an effective anti-harassment policy for its employees. Since 2014, AIA has conducted bias and harassment training at major national events like Grassroots. In January, the AIA Board approved the second round of component accreditation which requires all AIA components to adopt anti-harassment policies. The Board is committed to anti-harassment education for all members and training for all component employees and volunteer leaders. (Again, I ask you to refer to the Where We Stand statement.)

In the College of Fellows discussion and elsewhere, many are demanding disciplinary action, calling for immediate expulsion from AIA and the College of Fellows and for the revocation of awards and honors. These are serious matters. AIA must act according to the governing documents of the Institute and follow established procedures. As the United States Constitution provides for due process, so do AIA's Bylaws, Rules, Code of Ethics, and other duly adopted policies.

For Architect, Associate, and International Associate members, there are strict constraints on the termination of membership. Violations of the AIA Code of Ethics and Professional Conduct must be brought before the National Ethics Council for adjudication. When membership is terminated, so too is membership in the College of Fellows. There is no separate path for expulsion from the College.

Since no provisions in the Code of Ethics specifically cite sexual harassment, I have directed the National Ethics Council to determine if the Code of Ethics, as written, is sufficient to address such cases, and if not, to suggest modifications. I anticipate receiving its findings in May.

Thank you all for expressing your thoughts on this important issue. The architectural profession must respond forcefully to guarantee that our workplaces are free from sexual harassment. I hope that I have contributed some clarity about what AIA has done and is committed to doing moving forward.

34. RE: We need a process to revoke Fellowship

On the 25 April 2018 chat room was a message from Carl Elefante (AIA President) which stated in part: "...Since no provisions in the Code of Ethics specifically cite sexual harassment, I have directed the National Ethics Council to determine if the Code of Ethics, as written, is sufficient to address such cases, and if not, to suggest modifications. I anticipate receiving its findings in May...."

In view of this directive from our AIA President, what purpose will we serve AIA to meet on 19 June 2018 (after the National Ethics Council) to discuss this matter? Could you please explain further what the purpose and scope of this meeting would be, thanks.

Do we want to ask for an open forum to respond/receive AIA member comments in regard to the National Ethics Council findings at the AIA'18 meeting in New York City? At another time and location?

All,Per my suggestion in the other relevant discussion, those of us who will be in NYC for A'18 could meet to discuss means and way ahead. If I suggest a Tuesday evening gathering, would that be a starting point?

35. RE: We need a process to revoke Fellowship

I should have thought that the blanket admonition to not bring the name of the Institute into disrepute (need to check the citation) is quite sufficient to initiate proceedings against any member (especially a Fellow) who lies, cheats, is financially fraudulent or who uses his position to exploit his or her employees or colleagues - or clients for that matter. An ethical code I think is by its very nature less specific than a criminal or penal code. As I have mentioned before I have reviewed cases of members brought before the ethics committee, quite egregious breaches of good conduct, and have been disappointed at the feeble chastisements administered. Any thought that Mr. Starchitect FAIA will be brought to book would be the triumph of hope over experience.

Original Message:Sent: 05-08-2018 09:18From: Jonathan HumbleSubject: We need a process to revoke Fellowship

To Mr. Gauvreau and other fellow AIA members:

On the 25 April 2018 chat room was a message from Carl Elefante (AIA President) which stated in part: "...Since no provisions in the Code of Ethics specifically cite sexual harassment, I have directed the National Ethics Council to determine if the Code of Ethics, as written, is sufficient to address such cases, and if not, to suggest modifications. I anticipate receiving its findings in May...."

In view of this directive from our AIA President, what purpose will we serve AIA to meet on 19 June 2018 (after the National Ethics Council) to discuss this matter? Could you please explain further what the purpose and scope of this meeting would be, thanks.

Do we want to ask for an open forum to respond/receive AIA member comments in regard to the National Ethics Council findings at the AIA'18 meeting in New York City? At another time and location?

All,Per my suggestion in the other relevant discussion, those of us who will be in NYC for A'18 could meet to discuss means and way ahead. If I suggest a Tuesday evening gathering, would that be a starting point?

36. RE: We need a process to revoke Fellowship

Jonathan et al:My purpose is simply to get the folks who have been communicating on his board together, face to face, to discuss where we are. I acknowledge there are other initiatives going on that by 19 June will become evident, but not everyone will be plugged in to the latest news. At a minimum, we can at least meet and discuss both current status and avenues ahead. As I indicated on the other discussion thread, someone who has been directly injured by Mr. Meier's actions, or personally witnessed such actions, needs to file the complaint with the National Ethics Board - none of us have standing to do so. We can vent all we want on the boards, but someone who has been aggrieved needs to take the first step - lynch mob mentality will not help. You are more than welcomed to join the group and add your perspective, once I determine a time and place.Regards, Ed

Original Message:Sent: 05-08-2018 09:18From: Jonathan HumbleSubject: We need a process to revoke Fellowship

To Mr. Gauvreau and other fellow AIA members:

On the 25 April 2018 chat room was a message from Carl Elefante (AIA President) which stated in part: "...Since no provisions in the Code of Ethics specifically cite sexual harassment, I have directed the National Ethics Council to determine if the Code of Ethics, as written, is sufficient to address such cases, and if not, to suggest modifications. I anticipate receiving its findings in May...."

In view of this directive from our AIA President, what purpose will we serve AIA to meet on 19 June 2018 (after the National Ethics Council) to discuss this matter? Could you please explain further what the purpose and scope of this meeting would be, thanks.

Do we want to ask for an open forum to respond/receive AIA member comments in regard to the National Ethics Council findings at the AIA'18 meeting in New York City? At another time and location?

All,Per my suggestion in the other relevant discussion, those of us who will be in NYC for A'18 could meet to discuss means and way ahead. If I suggest a Tuesday evening gathering, would that be a starting point?

37. RE: We need a process to revoke Fellowship

All,Today Carl Elefante and Raymond Post jointly sent an email to all COF members regarding the latest news on this topic. Main points are as follows:

In March, AIA released aWhere We Stand statementto its members regarding its stance on sexual harassment. AIA also has offered its members a variety ofresources on its websiteregarding identifying and responding to sexual harassment in the workplace. The page also includes a list or resources that are in development.

AIA requires elected and appointed leadership and staff, including component staff, to adhere to sexual harassment policies and to attend sexual harassment training. We are planning to deliver harassment and respectful workplace e-learning courses for all members by the fourth quarter of 2018.

On June 4, AIA sent component presidents and CACE information and aModel Harassment Policyto assist components with adopting a sexual harassment policy, which is a new Core Member Service requirement for component accreditation.

As the AIA President, I asked the National Ethics Council (NEC) to make recommendations regarding how the Code of Ethics addresses sexual harassment. The NEC has met twice since then and will provide formal recommendations for consideration by the Institute's Board of Directors at its upcoming September meeting. The Rules of Conduct of the AIA Code of Ethics are mandatory for all AIA members, and enforceable by the NEC subject to appeal to the AIA Board of Directors.

The AIA will require all nominees for AIA national awards to sign a declaration that certifies adherence to tenets of the AIA Code of Ethics.

AIA is offering two sessions on sexual harassment at itsA'18 conferencein New York City in June. The first is acompliance trainingthat will address building a respectful and harassment-free workplace. At thesecond session,experts will answer questions and provide guidance based on various scenarios. A number of additional sessions will also be offered at A'18 supporting equity, diversity and inclusion issues.

A'18 will also feature a "Commitment Wall" on the Expo Floor where members can post commitments to making their workplaces equitable, diverse and inclusive.

AIA is continuing to educate members and others through its various communication vehicles, including its newsletter, AIA Architect, and ARCHITECT Magazine. Recent articles have included "Meeting the #MeToo Moment" and "Ethics in Practice for an Equitable Profession." Upcoming articles will feature a column from Emily Grandstaff-Rice, FAIA, Chair of the Equity & The Future of Architecture Board Committee, and a Q & A piece with Dr. Shirley Davis on why compliance with anti-sexual harassment policies is important for practitioners and firm owners. Another article in the July issue will report on the AIA's conference sessions, focusing on how a strong commitment to combatting sexual harassment requires architects to understand and act on prevention, reporting, and long-term remedies. Meanwhile, ARCHITECT Magazine is reporting onhow to establish a sexual harassment policy.

In addition, the Institute is actively building on more than a decade of work addressing equity, diversity and inclusion, including underlying issues involving sexual harassment, in the profession. The AIA is currently developing "Guides for Equitable Practice," which will provide architects and firms with guidance on best practices in equity, diversity and inclusion principles, and how those values can be a part of any architectural practice. The first three guides-"Cultural Competence + Implicit Bias," "Pay Equity," and "Workplace Culture"- are scheduled to be available at the end of the year.

Finally, AIA is committed to launching a firm recognition program that celebrates and promotes exemplary workplaces, firm culture and equity practices.

At this point I do not believe a separate meeting during A'18 would be warranted. I am sure that both Carl and Skipper will welcome any comments the group or individuals may have during A'18 Week.

Regarding specific actions against Mr. Meier - someone has to actually file a complaint to the AIA National Ethics Board and work the process. As a material witness in a long running EEO case in my agency, I can attest to the complexity, length and proceedings such a case requires - and AIA's processes are much shorter, but still require the proper due diligence.

Original Message:Sent: 05-09-2018 23:13From: Edmond GauvreauSubject: We need a process to revoke Fellowship

Jonathan et al:My purpose is simply to get the folks who have been communicating on his board together, face to face, to discuss where we are. I acknowledge there are other initiatives going on that by 19 June will become evident, but not everyone will be plugged in to the latest news. At a minimum, we can at least meet and discuss both current status and avenues ahead. As I indicated on the other discussion thread, someone who has been directly injured by Mr. Meier's actions, or personally witnessed such actions, needs to file the complaint with the National Ethics Board - none of us have standing to do so. We can vent all we want on the boards, but someone who has been aggrieved needs to take the first step - lynch mob mentality will not help. You are more than welcomed to join the group and add your perspective, once I determine a time and place.Regards, Ed

------------------------------Edmond Gauvreau, FAIAWashington, DC

Original Message:Sent: 05-08-2018 09:18From: Jonathan HumbleSubject: We need a process to revoke Fellowship

To Mr. Gauvreau and other fellow AIA members:

On the 25 April 2018 chat room was a message from Carl Elefante (AIA President) which stated in part: "...Since no provisions in the Code of Ethics specifically cite sexual harassment, I have directed the National Ethics Council to determine if the Code of Ethics, as written, is sufficient to address such cases, and if not, to suggest modifications. I anticipate receiving its findings in May...."

In view of this directive from our AIA President, what purpose will we serve AIA to meet on 19 June 2018 (after the National Ethics Council) to discuss this matter? Could you please explain further what the purpose and scope of this meeting would be, thanks.

Do we want to ask for an open forum to respond/receive AIA member comments in regard to the National Ethics Council findings at the AIA'18 meeting in New York City? At another time and location?

All,Per my suggestion in the other relevant discussion, those of us who will be in NYC for A'18 could meet to discuss means and way ahead. If I suggest a Tuesday evening gathering, would that be a starting point?

38. RE: We need a process to revoke Fellowship

Thank you for the update, and for your thoughtful commentary, on this important issue.

Looking forward to seeing the new tools like the Guide for Equitable Practice and a sexual harassment policy for components and firms. I'm hopeful we're experiencing a true culture shift and that it will result in equitable practice for all.

Original Message:Sent: 06-11-2018 19:24From: Edmond GauvreauSubject: We need a process to revoke Fellowship

All,Today Carl Elefante and Raymond Post jointly sent an email to all COF members regarding the latest news on this topic. Main points are as follows:

In March, AIA released aWhere We Stand statementto its members regarding its stance on sexual harassment. AIA also has offered its members a variety ofresources on its websiteregarding identifying and responding to sexual harassment in the workplace. The page also includes a list or resources that are in development.

AIA requires elected and appointed leadership and staff, including component staff, to adhere to sexual harassment policies and to attend sexual harassment training. We are planning to deliver harassment and respectful workplace e-learning courses for all members by the fourth quarter of 2018.

On June 4, AIA sent component presidents and CACE information and aModel Harassment Policyto assist components with adopting a sexual harassment policy, which is a new Core Member Service requirement for component accreditation.

As the AIA President, I asked the National Ethics Council (NEC) to make recommendations regarding how the Code of Ethics addresses sexual harassment. The NEC has met twice since then and will provide formal recommendations for consideration by the Institute's Board of Directors at its upcoming September meeting. The Rules of Conduct of the AIA Code of Ethics are mandatory for all AIA members, and enforceable by the NEC subject to appeal to the AIA Board of Directors.

The AIA will require all nominees for AIA national awards to sign a declaration that certifies adherence to tenets of the AIA Code of Ethics.

AIA is offering two sessions on sexual harassment at itsA'18 conferencein New York City in June. The first is acompliance trainingthat will address building a respectful and harassment-free workplace. At thesecond session,experts will answer questions and provide guidance based on various scenarios. A number of additional sessions will also be offered at A'18 supporting equity, diversity and inclusion issues.

A'18 will also feature a "Commitment Wall" on the Expo Floor where members can post commitments to making their workplaces equitable, diverse and inclusive.

AIA is continuing to educate members and others through its various communication vehicles, including its newsletter, AIA Architect, and ARCHITECT Magazine. Recent articles have included "Meeting the #MeToo Moment" and "Ethics in Practice for an Equitable Profession." Upcoming articles will feature a column from Emily Grandstaff-Rice, FAIA, Chair of the Equity & The Future of Architecture Board Committee, and a Q & A piece with Dr. Shirley Davis on why compliance with anti-sexual harassment policies is important for practitioners and firm owners. Another article in the July issue will report on the AIA's conference sessions, focusing on how a strong commitment to combatting sexual harassment requires architects to understand and act on prevention, reporting, and long-term remedies. Meanwhile, ARCHITECT Magazine is reporting onhow to establish a sexual harassment policy.

In addition, the Institute is actively building on more than a decade of work addressing equity, diversity and inclusion, including underlying issues involving sexual harassment, in the profession. The AIA is currently developing "Guides for Equitable Practice," which will provide architects and firms with guidance on best practices in equity, diversity and inclusion principles, and how those values can be a part of any architectural practice. The first three guides-"Cultural Competence + Implicit Bias," "Pay Equity," and "Workplace Culture"- are scheduled to be available at the end of the year.

Finally, AIA is committed to launching a firm recognition program that celebrates and promotes exemplary workplaces, firm culture and equity practices.

At this point I do not believe a separate meeting during A'18 would be warranted. I am sure that both Carl and Skipper will welcome any comments the group or individuals may have during A'18 Week.

Regarding specific actions against Mr. Meier - someone has to actually file a complaint to the AIA National Ethics Board and work the process. As a material witness in a long running EEO case in my agency, I can attest to the complexity, length and proceedings such a case requires - and AIA's processes are much shorter, but still require the proper due diligence.

Hope to see many of you at A'18!

------------------------------Edmond Gauvreau, FAIAWashington, DC

Original Message:Sent: 05-09-2018 23:13From: Edmond GauvreauSubject: We need a process to revoke Fellowship

Jonathan et al:My purpose is simply to get the folks who have been communicating on his board together, face to face, to discuss where we are. I acknowledge there are other initiatives going on that by 19 June will become evident, but not everyone will be plugged in to the latest news. At a minimum, we can at least meet and discuss both current status and avenues ahead. As I indicated on the other discussion thread, someone who has been directly injured by Mr. Meier's actions, or personally witnessed such actions, needs to file the complaint with the National Ethics Board - none of us have standing to do so. We can vent all we want on the boards, but someone who has been aggrieved needs to take the first step - lynch mob mentality will not help. You are more than welcomed to join the group and add your perspective, once I determine a time and place.Regards, Ed

------------------------------Edmond Gauvreau, FAIAWashington, DC

Original Message:Sent: 05-08-2018 09:18From: Jonathan HumbleSubject: We need a process to revoke Fellowship

To Mr. Gauvreau and other fellow AIA members:

On the 25 April 2018 chat room was a message from Carl Elefante (AIA President) which stated in part: "...Since no provisions in the Code of Ethics specifically cite sexual harassment, I have directed the National Ethics Council to determine if the Code of Ethics, as written, is sufficient to address such cases, and if not, to suggest modifications. I anticipate receiving its findings in May...."

In view of this directive from our AIA President, what purpose will we serve AIA to meet on 19 June 2018 (after the National Ethics Council) to discuss this matter? Could you please explain further what the purpose and scope of this meeting would be, thanks.

Do we want to ask for an open forum to respond/receive AIA member comments in regard to the National Ethics Council findings at the AIA'18 meeting in New York City? At another time and location?

All,Per my suggestion in the other relevant discussion, those of us who will be in NYC for A'18 could meet to discuss means and way ahead. If I suggest a Tuesday evening gathering, would that be a starting point?

39. RE: We need a process to revoke Fellowship

Two weeks ago I reached out to 60 Fellows and asked them to join me in asking the AIA Board of Directors to Amend the Code of Ethics and professional Conduct to require the equitable treatment of design professionals and staff of diverse backgrounds and identities, and to prohibit abuse and harassment within our professional community. As of today, more than 350 Fellows have joined me, and we are bringing a Resolution to the floor of the convention urging swift action. I am reaching out now to all Fellows of the Institute. We are the leaders of the profession and we should be heard on this important issue. You can help by signing our petition, and by asking your regional delegates to vote for this Resolution next week.

Here is the Resolution, the petition, and the list of signers. You will see several past presidents and national board members on the list. You will see deans of schools. You will see Fellows from around the country. The list continues to grow! Please add your voice. We need action now.

All,Today Carl Elefante and Raymond Post jointly sent an email to all COF members regarding the latest news on this topic. Main points are as follows:

In March, AIA released aWhere We Stand statementto its members regarding its stance on sexual harassment. AIA also has offered its members a variety ofresources on its websiteregarding identifying and responding to sexual harassment in the workplace. The page also includes a list or resources that are in development.

AIA requires elected and appointed leadership and staff, including component staff, to adhere to sexual harassment policies and to attend sexual harassment training. We are planning to deliver harassment and respectful workplace e-learning courses for all members by the fourth quarter of 2018.

On June 4, AIA sent component presidents and CACE information and aModel Harassment Policyto assist components with adopting a sexual harassment policy, which is a new Core Member Service requirement for component accreditation.

As the AIA President, I asked the National Ethics Council (NEC) to make recommendations regarding how the Code of Ethics addresses sexual harassment. The NEC has met twice since then and will provide formal recommendations for consideration by the Institute's Board of Directors at its upcoming September meeting. The Rules of Conduct of the AIA Code of Ethics are mandatory for all AIA members, and enforceable by the NEC subject to appeal to the AIA Board of Directors.

The AIA will require all nominees for AIA national awards to sign a declaration that certifies adherence to tenets of the AIA Code of Ethics.

AIA is offering two sessions on sexual harassment at itsA'18 conferencein New York City in June. The first is acompliance trainingthat will address building a respectful and harassment-free workplace. At thesecond session,experts will answer questions and provide guidance based on various scenarios. A number of additional sessions will also be offered at A'18 supporting equity, diversity and inclusion issues.

A'18 will also feature a "Commitment Wall" on the Expo Floor where members can post commitments to making their workplaces equitable, diverse and inclusive.

AIA is continuing to educate members and others through its various communication vehicles, including its newsletter, AIA Architect, and ARCHITECT Magazine. Recent articles have included "Meeting the #MeToo Moment" and "Ethics in Practice for an Equitable Profession." Upcoming articles will feature a column from Emily Grandstaff-Rice, FAIA, Chair of the Equity & The Future of Architecture Board Committee, and a Q & A piece with Dr. Shirley Davis on why compliance with anti-sexual harassment policies is important for practitioners and firm owners. Another article in the July issue will report on the AIA's conference sessions, focusing on how a strong commitment to combatting sexual harassment requires architects to understand and act on prevention, reporting, and long-term remedies. Meanwhile, ARCHITECT Magazine is reporting onhow to establish a sexual harassment policy.

In addition, the Institute is actively building on more than a decade of work addressing equity, diversity and inclusion, including underlying issues involving sexual harassment, in the profession. The AIA is currently developing "Guides for Equitable Practice," which will provide architects and firms with guidance on best practices in equity, diversity and inclusion principles, and how those values can be a part of any architectural practice. The first three guides-"Cultural Competence + Implicit Bias," "Pay Equity," and "Workplace Culture"- are scheduled to be available at the end of the year.

Finally, AIA is committed to launching a firm recognition program that celebrates and promotes exemplary workplaces, firm culture and equity practices.

At this point I do not believe a separate meeting during A'18 would be warranted. I am sure that both Carl and Skipper will welcome any comments the group or individuals may have during A'18 Week.

Regarding specific actions against Mr. Meier - someone has to actually file a complaint to the AIA National Ethics Board and work the process. As a material witness in a long running EEO case in my agency, I can attest to the complexity, length and proceedings such a case requires - and AIA's processes are much shorter, but still require the proper due diligence.

Original Message:Sent: 06-12-2018 21:46From: Frances HalsbandSubject: We need a process to revoke Fellowship

The letter you received today was a response to my call for action.

Two weeks ago I reached out to 60 Fellows and asked them to join me in asking the AIA Board of Directors to Amend the Code of Ethics and professional Conduct to require the equitable treatment of design professionals and staff of diverse backgrounds and identities, and to prohibit abuse and harassment within our professional community. As of today, more than 350 Fellows have joined me, and we are bringing a Resolution to the floor of the convention urging swift action. I am reaching out now to all Fellows of the Institute. We are the leaders of the profession and we should be heard on this important issue. You can help by signing our petition, and by asking your regional delegates to vote for this Resolution next week.

Here is the Resolution, the petition, and the list of signers. You will see several past presidents and national board members on the list. You will see deans of schools. You will see Fellows from around the country. The list continues to grow! Please add your voice. We need action now.

All,Today Carl Elefante and Raymond Post jointly sent an email to all COF members regarding the latest news on this topic. Main points are as follows:

In March, AIA released aWhere We Stand statementto its members regarding its stance on sexual harassment. AIA also has offered its members a variety ofresources on its websiteregarding identifying and responding to sexual harassment in the workplace. The page also includes a list or resources that are in development.

AIA requires elected and appointed leadership and staff, including component staff, to adhere to sexual harassment policies and to attend sexual harassment training. We are planning to deliver harassment and respectful workplace e-learning courses for all members by the fourth quarter of 2018.

On June 4, AIA sent component presidents and CACE information and aModel Harassment Policyto assist components with adopting a sexual harassment policy, which is a new Core Member Service requirement for component accreditation.

As the AIA President, I asked the National Ethics Council (NEC) to make recommendations regarding how the Code of Ethics addresses sexual harassment. The NEC has met twice since then and will provide formal recommendations for consideration by the Institute's Board of Directors at its upcoming September meeting. The Rules of Conduct of the AIA Code of Ethics are mandatory for all AIA members, and enforceable by the NEC subject to appeal to the AIA Board of Directors.

The AIA will require all nominees for AIA national awards to sign a declaration that certifies adherence to tenets of the AIA Code of Ethics.

AIA is offering two sessions on sexual harassment at itsA'18 conferencein New York City in June. The first is acompliance trainingthat will address building a respectful and harassment-free workplace. At thesecond session,experts will answer questions and provide guidance based on various scenarios. A number of additional sessions will also be offered at A'18 supporting equity, diversity and inclusion issues.

A'18 will also feature a "Commitment Wall" on the Expo Floor where members can post commitments to making their workplaces equitable, diverse and inclusive.

AIA is continuing to educate members and others through its various communication vehicles, including its newsletter, AIA Architect, and ARCHITECT Magazine. Recent articles have included "Meeting the #MeToo Moment" and "Ethics in Practice for an Equitable Profession." Upcoming articles will feature a column from Emily Grandstaff-Rice, FAIA, Chair of the Equity & The Future of Architecture Board Committee, and a Q & A piece with Dr. Shirley Davis on why compliance with anti-sexual harassment policies is important for practitioners and firm owners. Another article in the July issue will report on the AIA's conference sessions, focusing on how a strong commitment to combatting sexual harassment requires architects to understand and act on prevention, reporting, and long-term remedies. Meanwhile, ARCHITECT Magazine is reporting onhow to establish a sexual harassment policy.

In addition, the Institute is actively building on more than a decade of work addressing equity, diversity and inclusion, including underlying issues involving sexual harassment, in the profession. The AIA is currently developing "Guides for Equitable Practice," which will provide architects and firms with guidance on best practices in equity, diversity and inclusion principles, and how those values can be a part of any architectural practice. The first three guides-"Cultural Competence + Implicit Bias," "Pay Equity," and "Workplace Culture"- are scheduled to be available at the end of the year.

Finally, AIA is committed to launching a firm recognition program that celebrates and promotes exemplary workplaces, firm culture and equity practices.

At this point I do not believe a separate meeting during A'18 would be warranted. I am sure that both Carl and Skipper will welcome any comments the group or individuals may have during A'18 Week.

Regarding specific actions against Mr. Meier - someone has to actually file a complaint to the AIA National Ethics Board and work the process. As a material witness in a long running EEO case in my agency, I can attest to the complexity, length and proceedings such a case requires - and AIA's processes are much shorter, but still require the proper due diligence.

Original Message:Sent: 06-12-2018 21:46From: Frances HalsbandSubject: We need a process to revoke Fellowship

The letter you received today was a response to my call for action.

Two weeks ago I reached out to 60 Fellows and asked them to join me in asking the AIA Board of Directors to Amend the Code of Ethics and professional Conduct to require the equitable treatment of design professionals and staff of diverse backgrounds and identities, and to prohibit abuse and harassment within our professional community. As of today, more than 350 Fellows have joined me, and we are bringing a Resolution to the floor of the convention urging swift action. I am reaching out now to all Fellows of the Institute. We are the leaders of the profession and we should be heard on this important issue. You can help by signing our petition, and by asking your regional delegates to vote for this Resolution next week.

Here is the Resolution, the petition, and the list of signers. You will see several past presidents and national board members on the list. You will see deans of schools. You will see Fellows from around the country. The list continues to grow! Please add your voice. We need action now.

All,Today Carl Elefante and Raymond Post jointly sent an email to all COF members regarding the latest news on this topic. Main points are as follows:

In March, AIA released aWhere We Stand statementto its members regarding its stance on sexual harassment. AIA also has offered its members a variety ofresources on its websiteregarding identifying and responding to sexual harassment in the workplace. The page also includes a list or resources that are in development.

AIA requires elected and appointed leadership and staff, including component staff, to adhere to sexual harassment policies and to attend sexual harassment training. We are planning to deliver harassment and respectful workplace e-learning courses for all members by the fourth quarter of 2018.

On June 4, AIA sent component presidents and CACE information and aModel Harassment Policyto assist components with adopting a sexual harassment policy, which is a new Core Member Service requirement for component accreditation.

As the AIA President, I asked the National Ethics Council (NEC) to make recommendations regarding how the Code of Ethics addresses sexual harassment. The NEC has met twice since then and will provide formal recommendations for consideration by the Institute's Board of Directors at its upcoming September meeting. The Rules of Conduct of the AIA Code of Ethics are mandatory for all AIA members, and enforceable by the NEC subject to appeal to the AIA Board of Directors.

The AIA will require all nominees for AIA national awards to sign a declaration that certifies adherence to tenets of the AIA Code of Ethics.

AIA is offering two sessions on sexual harassment at itsA'18 conferencein New York City in June. The first is acompliance trainingthat will address building a respectful and harassment-free workplace. At thesecond session,experts will answer questions and provide guidance based on various scenarios. A number of additional sessions will also be offered at A'18 supporting equity, diversity and inclusion issues.

A'18 will also feature a "Commitment Wall" on the Expo Floor where members can post commitments to making their workplaces equitable, diverse and inclusive.

AIA is continuing to educate members and others through its various communication vehicles, including its newsletter, AIA Architect, and ARCHITECT Magazine. Recent articles have included "Meeting the #MeToo Moment" and "Ethics in Practice for an Equitable Profession." Upcoming articles will feature a column from Emily Grandstaff-Rice, FAIA, Chair of the Equity & The Future of Architecture Board Committee, and a Q & A piece with Dr. Shirley Davis on why compliance with anti-sexual harassment policies is important for practitioners and firm owners. Another article in the July issue will report on the AIA's conference sessions, focusing on how a strong commitment to combatting sexual harassment requires architects to understand and act on prevention, reporting, and long-term remedies. Meanwhile, ARCHITECT Magazine is reporting onhow to establish a sexual harassment policy.

In addition, the Institute is actively building on more than a decade of work addressing equity, diversity and inclusion, including underlying issues involving sexual harassment, in the profession. The AIA is currently developing "Guides for Equitable Practice," which will provide architects and firms with guidance on best practices in equity, diversity and inclusion principles, and how those values can be a part of any architectural practice. The first three guides-"Cultural Competence + Implicit Bias," "Pay Equity," and "Workplace Culture"- are scheduled to be available at the end of the year.

Finally, AIA is committed to launching a firm recognition program that celebrates and promotes exemplary workplaces, firm culture and equity practices.

At this point I do not believe a separate meeting during A'18 would be warranted. I am sure that both Carl and Skipper will welcome any comments the group or individuals may have during A'18 Week.

Regarding specific actions against Mr. Meier - someone has to actually file a complaint to the AIA National Ethics Board and work the process. As a material witness in a long running EEO case in my agency, I can attest to the complexity, length and proceedings such a case requires - and AIA's processes are much shorter, but still require the proper due diligence.

Original Message:Sent: 06-12-2018 21:46From: Frances HalsbandSubject: We need a process to revoke Fellowship

The letter you received today was a response to my call for action.

Two weeks ago I reached out to 60 Fellows and asked them to join me in asking the AIA Board of Directors to Amend the Code of Ethics and professional Conduct to require the equitable treatment of design professionals and staff of diverse backgrounds and identities, and to prohibit abuse and harassment within our professional community. As of today, more than 350 Fellows have joined me, and we are bringing a Resolution to the floor of the convention urging swift action. I am reaching out now to all Fellows of the Institute. We are the leaders of the profession and we should be heard on this important issue. You can help by signing our petition, and by asking your regional delegates to vote for this Resolution next week.

Here is the Resolution, the petition, and the list of signers. You will see several past presidents and national board members on the list. You will see deans of schools. You will see Fellows from around the country. The list continues to grow! Please add your voice. We need action now.

All,Today Carl Elefante and Raymond Post jointly sent an email to all COF members regarding the latest news on this topic. Main points are as follows:

In March, AIA released aWhere We Stand statementto its members regarding its stance on sexual harassment. AIA also has offered its members a variety ofresources on its websiteregarding identifying and responding to sexual harassment in the workplace. The page also includes a list or resources that are in development.

AIA requires elected and appointed leadership and staff, including component staff, to adhere to sexual harassment policies and to attend sexual harassment training. We are planning to deliver harassment and respectful workplace e-learning courses for all members by the fourth quarter of 2018.

On June 4, AIA sent component presidents and CACE information and aModel Harassment Policyto assist components with adopting a sexual harassment policy, which is a new Core Member Service requirement for component accreditation.

As the AIA President, I asked the National Ethics Council (NEC) to make recommendations regarding how the Code of Ethics addresses sexual harassment. The NEC has met twice since then and will provide formal recommendations for consideration by the Institute's Board of Directors at its upcoming September meeting. The Rules of Conduct of the AIA Code of Ethics are mandatory for all AIA members, and enforceable by the NEC subject to appeal to the AIA Board of Directors.

The AIA will require all nominees for AIA national awards to sign a declaration that certifies adherence to tenets of the AIA Code of Ethics.

AIA is offering two sessions on sexual harassment at itsA'18 conferencein New York City in June. The first is acompliance trainingthat will address building a respectful and harassment-free workplace. At thesecond session,experts will answer questions and provide guidance based on various scenarios. A number of additional sessions will also be offered at A'18 supporting equity, diversity and inclusion issues.

A'18 will also feature a "Commitment Wall" on the Expo Floor where members can post commitments to making their workplaces equitable, diverse and inclusive.

AIA is continuing to educate members and others through its various communication vehicles, including its newsletter, AIA Architect, and ARCHITECT Magazine. Recent articles have included "Meeting the #MeToo Moment" and "Ethics in Practice for an Equitable Profession." Upcoming articles will feature a column from Emily Grandstaff-Rice, FAIA, Chair of the Equity & The Future of Architecture Board Committee, and a Q & A piece with Dr. Shirley Davis on why compliance with anti-sexual harassment policies is important for practitioners and firm owners. Another article in the July issue will report on the AIA's conference sessions, focusing on how a strong commitment to combatting sexual harassment requires architects to understand and act on prevention, reporting, and long-term remedies. Meanwhile, ARCHITECT Magazine is reporting onhow to establish a sexual harassment policy.

In addition, the Institute is actively building on more than a decade of work addressing equity, diversity and inclusion, including underlying issues involving sexual harassment, in the profession. The AIA is currently developing "Guides for Equitable Practice," which will provide architects and firms with guidance on best practices in equity, diversity and inclusion principles, and how those values can be a part of any architectural practice. The first three guides-"Cultural Competence + Implicit Bias," "Pay Equity," and "Workplace Culture"- are scheduled to be available at the end of the year.

Finally, AIA is committed to launching a firm recognition program that celebrates and promotes exemplary workplaces, firm culture and equity practices.

At this point I do not believe a separate meeting during A'18 would be warranted. I am sure that both Carl and Skipper will welcome any comments the group or individuals may have during A'18 Week.

Regarding specific actions against Mr. Meier - someone has to actually file a complaint to the AIA National Ethics Board and work the process. As a material witness in a long running EEO case in my agency, I can attest to the complexity, length and proceedings such a case requires - and AIA's processes are much shorter, but still require the proper due diligence.

Original Message:Sent: 06-12-2018 21:46From: Frances HalsbandSubject: We need a process to revoke Fellowship

The letter you received today was a response to my call for action.

Two weeks ago I reached out to 60 Fellows and asked them to join me in asking the AIA Board of Directors to Amend the Code of Ethics and professional Conduct to require the equitable treatment of design professionals and staff of diverse backgrounds and identities, and to prohibit abuse and harassment within our professional community. As of today, more than 350 Fellows have joined me, and we are bringing a Resolution to the floor of the convention urging swift action. I am reaching out now to all Fellows of the Institute. We are the leaders of the profession and we should be heard on this important issue. You can help by signing our petition, and by asking your regional delegates to vote for this Resolution next week.

Here is the Resolution, the petition, and the list of signers. You will see several past presidents and national board members on the list. You will see deans of schools. You will see Fellows from around the country. The list continues to grow! Please add your voice. We need action now.

All,Today Carl Elefante and Raymond Post jointly sent an email to all COF members regarding the latest news on this topic. Main points are as follows:

In March, AIA released aWhere We Stand statementto its members regarding its stance on sexual harassment. AIA also has offered its members a variety ofresources on its websiteregarding identifying and responding to sexual harassment in the workplace. The page also includes a list or resources that are in development.

AIA requires elected and appointed leadership and staff, including component staff, to adhere to sexual harassment policies and to attend sexual harassment training. We are planning to deliver harassment and respectful workplace e-learning courses for all members by the fourth quarter of 2018.

On June 4, AIA sent component presidents and CACE information and aModel Harassment Policyto assist components with adopting a sexual harassment policy, which is a new Core Member Service requirement for component accreditation.

As the AIA President, I asked the National Ethics Council (NEC) to make recommendations regarding how the Code of Ethics addresses sexual harassment. The NEC has met twice since then and will provide formal recommendations for consideration by the Institute's Board of Directors at its upcoming September meeting. The Rules of Conduct of the AIA Code of Ethics are mandatory for all AIA members, and enforceable by the NEC subject to appeal to the AIA Board of Directors.

The AIA will require all nominees for AIA national awards to sign a declaration that certifies adherence to tenets of the AIA Code of Ethics.

AIA is offering two sessions on sexual harassment at itsA'18 conferencein New York City in June. The first is acompliance trainingthat will address building a respectful and harassment-free workplace. At thesecond session,experts will answer questions and provide guidance based on various scenarios. A number of additional sessions will also be offered at A'18 supporting equity, diversity and inclusion issues.

A'18 will also feature a "Commitment Wall" on the Expo Floor where members can post commitments to making their workplaces equitable, diverse and inclusive.

AIA is continuing to educate members and others through its various communication vehicles, including its newsletter, AIA Architect, and ARCHITECT Magazine. Recent articles have included "Meeting the #MeToo Moment" and "Ethics in Practice for an Equitable Profession." Upcoming articles will feature a column from Emily Grandstaff-Rice, FAIA, Chair of the Equity & The Future of Architecture Board Committee, and a Q & A piece with Dr. Shirley Davis on why compliance with anti-sexual harassment policies is important for practitioners and firm owners. Another article in the July issue will report on the AIA's conference sessions, focusing on how a strong commitment to combatting sexual harassment requires architects to understand and act on prevention, reporting, and long-term remedies. Meanwhile, ARCHITECT Magazine is reporting onhow to establish a sexual harassment policy.

In addition, the Institute is actively building on more than a decade of work addressing equity, diversity and inclusion, including underlying issues involving sexual harassment, in the profession. The AIA is currently developing "Guides for Equitable Practice," which will provide architects and firms with guidance on best practices in equity, diversity and inclusion principles, and how those values can be a part of any architectural practice. The first three guides-"Cultural Competence + Implicit Bias," "Pay Equity," and "Workplace Culture"- are scheduled to be available at the end of the year.

Finally, AIA is committed to launching a firm recognition program that celebrates and promotes exemplary workplaces, firm culture and equity practices.

At this point I do not believe a separate meeting during A'18 would be warranted. I am sure that both Carl and Skipper will welcome any comments the group or individuals may have during A'18 Week.

Regarding specific actions against Mr. Meier - someone has to actually file a complaint to the AIA National Ethics Board and work the process. As a material witness in a long running EEO case in my agency, I can attest to the complexity, length and proceedings such a case requires - and AIA's processes are much shorter, but still require the proper due diligence.